The Future Of Teamwork with Dane Groeneveld

Explore a unique episode of The Future of Teamwork where Dane Groeneveld, CEO of HUDDL3, steps into the guest role to share his extensive experience in team dynamics and innovation. Guiding the conversation is Kurt Landon, a seasoned executive, and entrepreneur with a track record in senior business and HR leadership roles. This episode dives into the evolving trends of team dynamics for 2024, outlining essential strategies for staying competitive.Discover how AI and technology are becoming embedded within team structures, revolutionizing how we collaborate and approach problem-solving. The conversation also tackles the strategic embrace of challenges, highlighting how a proactive approach to obstacles can foster growth. This episode is filled with strategies and clear, practical insights, offering a fresh perspective on the complexities of teamwork today. Tune in to gain valuable insights and practical tools to help your team navigate and excel in the landscape of team interactions.Key Moments: [00:00] Introduction to the podcast. In this special episode, former guest Kurt Landon interviews the show's regular host, Dane Groeneveld, about team dynamics in 2024, the impact of AI and technology on teamwork, and adopting a proactive approach to challenges.[1:30] Dane introduces Kurt. Dane Groeneveld, CEO of HUDDL3 Group and usual host of The Future of Teamwork podcast, is a guest on the podcast which is hosted today by Kurt Landon. [1:49] Kurt wants to ask Dane, who has expertise in teams, about his perspective on the new year of 2024 and what trends and fads to expect regarding teams. He wants to know what will be in and out this year and beyond. [5:56] The pandemic and economic challenges have given leaders more freedom to try new things, but it can also lead to a lack of clarity and checking in with the team. Leaders must be more accountable and visible to their teams and customers, moving away from a siege mentality. [9:16] The conversation revolves around the importance of human connection and shared leadership in driving psychological safety and building confidence in the ever-changing business landscape. Leaders are encouraged to have a non-hierarchical mindset and work with colleagues as business partners to solve problems. [11:21] Dane discusses the benefits of intergenerational teams, including psychological safety, shared leadership, and reverse mentoring. [18:54] Reverse mentoring involves bringing in a junior or specialized team member to work with the leadership team on real-life problems, providing insights, and addressing blind spots that leaders may have due to their experience and perspective. [21:44] The concept of technology as a team member is being discussed. As AI becomes increasingly prevalent in businesses, it is often being used by teams in a stealthy manner. This is exciting because it means that innovation is coming from the fringes rather than being driven by corporate IT or Operations. [26:51] Leaders should ensure that AI tools and programs are not biased or negatively affecting how people interact with each other. Building handbooks for bots may be necessary to prevent malicious actors from causing harm. [31:00] Dane is passionate about personal growth and how it can benefit individuals and teams. Learning is a catalyst that creates a context for problem-solving and encourages sharing of ideas and stories. [32:42] Learning in practical settings allows for solving current problems with a human impact, such as helping customers, internal teams, and individuals achieve milestones.[38:23] Kurt and Dane discuss the importance of taking personal time to settle and be grateful, comparing it to putting on an oxygen mask before helping others. They emphasize the need to do it every day to build energy and serve

Join HUDDL3 CEO Dane Groeneveld and 'People Problem Solver' Rachel Llanes on The Future of Teamwork as they explore the art of nurturing flourishing teams. In this episode, Rachel, founder of the Gardin Group and a Master Resilience Trainer, shares her unique journey from specializing in Marriage and Therapy counseling to reshaping the dynamics of military and corporate teams. Dive deep into the ABCs of human flourishing—Autonomy, Belonging, and Competence—and learn how these fundamental elements intertwine to create thriving, resilient teams. Whether you're a team leader or a member striving for personal growth, this episode is filled with transformative insights and actionable advice, making it essential listening for anyone committed to excelling in the future of teamwork.Key Takeaways: [00:00] Episode Introduction. Rachel Llanes, a master resilience trainer and founder of The Gardin Group, shares insights on fostering environments where individuals and teams can thrive. [01:59] Dane Groeneveld, CEO of HUDDL3 Group, hosts The Future of Teamwork podcast and is joined by Rachel Llanes, founder of The Gardin Group and a master resilience trainer. They discuss Rachel's work in helping people and teams thrive. [02:47] Rachel’s background. In 2022, she started The Gardin Group to teach senior leaders the critical environmental conditions that organizations need for their people to thrive. [07:49] Rachel observed the same problems in different settings, such as family, military, and corporate teams. Despite having a background in Marriage and Family therapy and working as a personal trainer and resilience trainer for the US military, Rachel's experiences led to developing a system for teaching leaders the soft skills needed for their teams to thrive. [09:29] The ABCs of human flourishing begin with "A" for Autonomy. Autonomy is our basic psychological need to feel respected and empowered. Disrespect and disempowerment trigger negative emotions.[10:56] Negative emotions like fear and anger often lead people to shut down or wear a professional mask to conceal their reactions. However, these emotions are signals that indicate something in the environment is off and needs to be corrected. [15:01] It's essential to address issues that affect work performance, team dynamics, and company culture. Appropriately communicating that you've been disrespected can help you advocate for yourself and create a healthier work environment. [18:25] Power differentials can impede transparency in organizations. Leaders should be aware of their authority and consistently seek feedback to create a safe space for open communication. [20:14] Leaders who approach challenges with curiosity and invite others to help create a safe environment for sharing ideas. [25:01] Positive group dynamics, where everyone communicates and works together synergistically, can create an energetic and empowering creative process, whereas negative dynamics can have the opposite effect. [28:07] Belonging is different from fitting in. Belonging means feeling valued, safe, and empowered to be one's true self around others, while fitting in requires changing oneself to conform to the norms of a group. [32:16] To amplify someone's joy when they share good news with you, show genuine interest, and ask them questions that allow them to elaborate on their news. This can be as simple as asking follow-up questions and expressing your happiness for them. [36:01] Rachel shares a personal story about how she unintentionally killed her sister's joy when her sister shared the news of her engagement and pregnancy. Rachel emphasizes the importance of getting it right when people share their joy with us, even if we have concerns about the news. [40:43] The Gardin Group aims to help peo

Join HUDDL3 CEO Dane Groeneveld and global keynote speaker Lorraine K. Lee on The Future of Teamwork as they delve into maximizing LinkedIn for professional success. With insights from Lorraine's decade leading editorial teams in tech, embracing "solopreneurship," and leveraging LinkedIn's untapped potential, this episode explores the platform's evolving role in shaping personal brands and fostering professional connections. Gain actionable tips on creating visibility, effective networking, and navigating the nuances of remote work, making it a must-listen for anyone looking to thrive in the future of teamwork.Key Takeaways[00:00 - 02:15] Episode overview: Lorraine K. Lee on maximizing LinkedIn for professional success, globally recognized keynote speaker and Stanford Continuing Studies instructor with LinkedIn Learning[02:03 - 03:57] Dane introduces Lorraine, Founder of RISE Learning Solutions, and she speaks about her 10 years leading editorial teams at tech companies, getting into side hustles, and becoming a "solopreneur"[03:57 - 05:19] When people would say, "Lorraine, do you ever think about wanting to become an entrepreneur or doing your own thing?"[05:20 - 06:00] Fear of entrepreneurship, changing times and acceptance[06:03 - 08:36] LinkedIn as a vast resource for professionals, how did the platform catch Lorraine's eye? News, influencers, personal branding, and professional-focus. Notes on working at SlideShare, owned by LinkedIn.[08:31 - 09:17] LinkedIn - an untapped resource from active user numbers, a billion members with 1% monthly active users posting[09:23 - 10:56] Creating visibility on LinkedIn: your profile is your online landing page, so fill it out and connect with your colleagues. Add photos. Optimize for the algorithm.[11:10 - 12:45] How you interact with LinkedIn determines your community and conversational algorithm. Start by commenting, they're like mini-posts.[12:45 - 14:29] LinkedIn is a place for discussion, but it seems less chaotic than other social media sites since it is work-focused, and people may be hesitant to post the same types of content[14:30 - 15:54] LinkedIn is becoming more of a place to post about your personal life outside of work[15:55 - 16:38] Does sharing your life become easier on LinkedIn by different professions? Differences between posting and profile styles[16:40 - 18:40] Developing your network, reaching out to strangers about professional interests, and why you should "send a note"[18:51 - 19:57] Gathering perspective, understanding challenges in 2024[19:58 - 20:28] "Get 50 cups of coffee," reaching out to people for coffee meetings[20:38 - 21:37] A shortage of good people for the right roles, people who are more active on LinkedIn[21:34 - 23:47] "Your manager really dictates your experience" — Thoughts on focusing on leadership and communication preferences, especially around feedback[23:49 - 26:05] Passive-to-Active Meeting Framework, how Lorraine helps teams have impactful and productive meetings[26:09 - 29:20] Taking pauses, preventing endless follow-ups, and a focus on asynchronous communication[29:21 - 30:50] No rule on the number of meetings, generally once per week, and using tools like Clockwise to help[30:50 - 31:50] No shows to meetings, being respectful of people's time[31:54 - 33:26] Video as a method of asynchronous meeting, video can be a learned skill[33:26 - 35:51] Types of training and quick tips for video: eye contact, curating a background, gesticulating, hand gestures, and Lorraine's class on establishing a

The latest episode of The Future of Teamwork, hosted by HUDDL3 CEO Dane Groeneveld focuses on the intricacies of team dynamics and leadership evolution. Dane speaks with Matthew Winklestine, President of Engaging Perspectives, unearthing insights from the construction industry, human behavior, and project management across departments. Throughout their conversation Matthew stresses the significance of fitting team members with leaders who align and support your career growth. Together, Dane and Matthew also touch on the role of trust as an accelerator while exploring the nuances of creating effective teams and the power of narratives in leadership.Key Takeaways[01:44 - 02:40] Dane introduces Matthew Winklestine, President of Engaging Perspectives and podcast host of Evolving Engineering and Construction Brands[02:40 - 06:19] Matthew's background in the construction industry, nuclear industry, moving into large construction projects and learning human behavior. Moves to marketing, and deciding to go into business for himself.[06:22 - 07:56] Moving through departments and seeing how teams operate. Teams don't discuss collaborating enough.[08:49 - 10:24] Understanding what drives individuals, the complexities of stress, and what drives fit. Discussing mobilization, demobilization, and compensation.[10:25 - 15:10] What drives fit? Project manager preferences and reasonable expectations.[12:19 - 14:30] Considering tough leadership and rounding out the team to be in the right spots at the right time.[15:10 - 17:04] Business development to marketing: executive sponsorship allowed Matthew safety to cultivate and shape. Supportive bosses are critical.[17:03 - 17:56] Clearing the way, putting your reputation on the line for someone like this boss did for Mathew.[17:57 - 19:13] A call to action for leaders, discussing a commercial with the tagline "Ideas are Ugly" that develops a gremlin into a gorgeous peacock.[19:23 - 21:42] Everyone can touch on an idea, developing trust and getting to know someone, and giving an idea time to gain traction.[21:40 - 23:34] Shifts and turnaround environments, straying from schedule makes the rest of the project much harder.[23:37 - 26:57] A reluctance to go hybrid, taking a problem and reverse engineering it to create step-by-step instructions for the solution, even if it isn't 100%.[26:59 - 28:15] "Facilitate on the run" approach to running meetings, human needs novelty and meetings are hard to solve.[28:16 - 33:30] What Matthew got from the 3 months per year he was off working in the nuclear industry: the chance to travel and explore. Enabled by a leader who placed trust in Matthew's abilities and competencies.[31:29 - 33:30] The right leader for the right season.[33:30 - 37:17] A project's season, discussing people's career paths and expected trajectories.[37:19 - 40:00] How seasonal approaches allow employees to grow, a freeing approach that people can leverage for exposure and connection.[40:02 - 43:48] Great candidates don't make it on the market very often. The importance of recruiting and hiring the right people who attract more business.[43:54 - 45:05] Word of mouth vs expensive BDRs, hire the right people and take control of your narrative.[45:06 - 47:37] Dane summarizes focal points of conversation with Matthew: Fitting the right team members around a leader, ideas in teams and trust being an accelerator, and the importance of story for a leader.[47:40 - 48:22] Find Matthew online and on LinkedIn.

Dive into the interplay between failure and success in this week's episode of The Future of Teamwork podcast. Host Dane Groeneveld engages with Stephen Sacks, founder and CEO of Funding Nav, in a thought-provoking discussion. This episode goes beyond just the transformative power of failure. It delves into Stephen's wealth of knowledge in strategic funding, financial resilience, and innovative business solutions. Learn from Stephen's journey how a setback can set up a major comeback, and gain insights into the art of strategic decision-making and financial acumen in challenging business landscapes. Tune in for an enlightening session that promises not only to redefine your understanding of failure but also to equip you with practical strategies for navigating and thriving through business complexities.Key Insights:[00:00-1:39] Introducing Stephen Sacks, the founder of Funding Nav. with over 30 years of experience solving business challenges. [1:39] Sacks talks about his experience running a furniture import business that failed due to the negative impact of Brexit, and how he struggled to attract external funding for his business. [2:16] Stephen Sacks believes that seeking external funding is a failure in a business's strategy. He advises businesses to explore other solutions before seeking funding, such as putting prices up if the business is losing money. [ 7:00] It's important for businesses to recognize where they might be carrying ego customers or products that aren't supporting the team to be sustainable, and to recognize failure to unlock opportunities. [13: 19] The most successful businesses are confident enough to let go of customers, while the least successful ones lack the confidence or ability to do so. Good businesses quickly replace lost customers and have better outcomes. [14: 57] The process of analyzing customers and product data sets is different from that of banks, who mainly look at financial instruments like P&Ls, LSS, balance sheets, and age debt reports. However, both approaches may be used together. [20:08] The discussion revolves around hiring talent remotely and the challenges that come with it, such as compliance with legal regulations, managing IT, and ensuring the person hired is genuine. [25:34] When evaluating a team, the character of the founder, the team itself, the customer, and the supply chain are all taken into account, with a focus on finding teams with the potential to achieve their growth plans. [28:58] The lack of financial sophistication in small to medium enterprises is a universal challenge, including deficiencies in strategic thinking, cash flow management, and accounting practices. Accounting tends to be backward-looking, focusing on meeting statutory requirements rather than anticipating future challenges and opportunities. [35:08] Stephen Sacks talks about a failed business that didn't work despite being similar to one of the most valuable businesses in the world. It was a huge learning experience and builds community. [37:19] Dane Groeneveld quotes Machiavelli on how entrepreneurs keep trying to get out of trouble, often digging themselves into a deeper hole. Sharing stories of failures helps people learn from mistakes. [38:25] Stephen shared his own story of failure in the furnishing industry and how it inspired him to create a more empathetic and supportive funding platform. Sacks believes that it's important for founders to remain true to their initial purpose and not lose sight of why they started their business in the first place. [39:37] Not only should we embrace the failures of others, but we should also encourage our own teams to anticipate setbacks and learn from them. [40:31] Where to find Stephen Sacks, and ending thoughts.  

Taking risks, being vulnerable, and seeking help are often the initial actions required to pursue your aspirations. In this episode of The Future of Teamwork, host Dane Groeneveld discusses taking charge of your career with Jenny Wood, the founder of Google's Own Your Career Program. Dane and Jenny discuss the idea that working in teams provides a fresh opportunity to transform oneself, how to establish psychological safety in collaborative settings, and acknowledge that development and advancement can stem from sources other than the upper echelons of an organization.Episode Highlights:Jenny Wood and the Own Your Career Program she founded at GoogleGoing after what you want, and psychological safetyHow Jenny's Own Your Career program creates frameworks for safety and team buildingOpen dialogue and the power of addressing awkward conversations earlyHow growth opportunities flow at Google from Jenny's Own Your Career programWorking in teams is a chance to reinvent yourself each timeThe opportunity to own your past and reinventionSetting agendas with leadership and your manager's managerLeaders who invite conversations, availability, and collaborationProgress and leadership beyond the organizational chartLearning to ask for help is vital to building relationshipsWhere technology plays a part of the team and helps people elevate their careers

Explore the dynamic world of team intelligence and performance with guest John Estafanous, CEO of RallyBright, on The Future of Teamwork podcast. John shares insights on fostering high-performing teams, navigating growth from a small to a global organization, and embedding purpose into technology functions. Dive into the nuances of conflict, adaptability, and resilience while unraveling the essence of driving successful teams in an ever-evolving landscape. Host Dane Groeneveld encapsulates the conversation's key moments, from defining middle purpose to leveraging data for meaningful impact.Key Takeaways[01:30 - 06:16] Introducing John Estafanous, CEO of RallyBright, a team intelligence and performance platform[02:36 - 06:16] A team intelligence and performance platform that helps measure, diagnose, and improve team performance and dynamics to create high-performing teams. John's path from law school, becoming a CTO of a company with a 37% attrition rate and needing to fix it.[06:18 - 08:08] How do leaders build teams and people to achieve a common business purpose together to do bigger and better things? When managers become leaders, they develop better teams.[08:09 - 08:46] Better with computers than with lawyers, being a literature major in undergrad[08:47 - 10:30] Going from 100 to 400 people in a global organization, drinking from a fire hose, starting with the right foundational elements to get people aligned[10:30 - 11:39] Where and at what stage did John position purpose in the technology function of building teams[11:43 - 14:20] How do we support individuals in their goals so teams can drive company goals[13:03 - 14:20] Empowering teams to act as business owners, growing agency and accountability with clear OKRs and objectives[14:21 - 16:13] What we do is a team sport whether we like it or not. Any business function is a team sport.[16:13 - 18:38] Having Microsoft as a customer, understanding core business drivers and frameworks to enable them[18:38 - 21:10] Creating adaptable teams that understand their customers. Two drivers: COVID and the rate of disruption[21:10 - 23:59] When change happens, most disruption occurs to the customer, focusing on wellbeing and preventing burnout. Building connections in a hybrid and remote world.[24:00 - 27:11] Three types of conflict: relationship, process, task. Creating psychological safety and doing more with less while under the gun of economic and geopolitical pressures[25:19 - 27:11] All about conflict, it can be a driver of innovation, creativity, and problem-solving if handled well[27:15 - 28:32] Sometimes it's better to make the wrong decision than a slow decision, on overanalyzing and vulnerability[] [28:31 - 29:46] Teams don't understand how other teams are executing their agendas, how does purpose ladder into different teams in the organization[29:47 - 32:57] Adaptability and balance, teams that don't experiment enough to make resilient teams, engaging with diversity[31:59 - 32:42] Our product is called resilient teams, engaging with adversity, rebounding from setbacks, performance through disruption[33:00 - 35:06] Measuring what matters with the right foundation: do you want to be graphite, or do you want your team to be a diamond[35:07 - 36:04] Crispy and resilience, what characteristics of elasticity and how wide or narrow is our rubber band[36:06 - 39:42] Building a helpful tool essential to someone's day job and growing to be a better team, behavioral components.[39:42 - 43:50] Leading indicators of success and partnering with HR, ma

Dive into the evolving dynamics of teamwork with Hillary Miller, Chief Learning Officer at Penn State Health. In today's conversation on The Future of Teamwork, show host and HUDDL3 CEO Dane Groeneveld takes audiences into optimizing teams to work their best while aligning individual identity with team values and purpose. Together, the two discuss how certifications and organizational development can affect teams and hierarchies while reinforcing the basic building blocks of communication as instrumental to creating lasting behavioral change. Key Takeaways[01:58 - 04:33] Meet Hillary Miller, Chief Learning Officer at Penn State Health[04:35 - 09:01] Starting with a lot of conversations to drive team performance and learning[06:18 - 09:01] Navigating the vast map of certifications and skills in healthcare[07:51 - 09:01] Organizational development in healthcare is more than clinical roles[09:05 - 10:07] Transcending institutional hierarchy and human dynamics[09:37 - 11:07] Discipline and desire, programs and products are important but shouldn't trump behavioral practices[10:14 - 13:17] Rewiring organizational perceptions about roles, a checklist for success[13:20 - 15:23] Technological boundaries: AI should not be your driver, it should be your co-pilot[15:24 - 17:59] How do you discover the organizational development (OD) function in a business[18:34 - 20:22] "You don't get into healthcare if you don't care about people" — cultures and subcultures, DEI, religion, and organizational values[20:26 - 23:42] Individual and team identities, the tough job of a leader to balance these[23:44 - 25:03] Leadership is managing expectations and understanding there is no 150%[24:40 - 27:22] Avoiding burnout, Hillary talks about being an Enneagram 8. It's not about people pleasing. It's about getting it right.[27:29 - 29:00] If people ask, "Why are we doing this?" we have missed the mark. Discussing the platform Crucial Conversations.[29:01 - 32:15] The book Conversational Capacity, the role of a leader to elevate, champion, and advocate for quieter communicators[32:18 - 34:32] A shift from HR to OD, a balancing act adding more organizational development professionals into the workplace[34:32 - 35:21] Learning about performance standards[35:23 - 37:19] Learning is moving to a higher priority in organizations, sometimes up to direct CEO reporting[37:23 - 38:18] How is learning being reinforced, and how do we know it is happening?[38:19 - 39:42] First-party, second-party, and third-party data[39:43 - 41:04] Building a program like this without an OD professional on staff, make connections[41:10 - 43:15] Teams That Work — Hillary's advice is to go back to the basics of communication[41:40 - 43:15] Do one thing really well and build on it[43:17 - 44:22] Connect with Hillary on LinkedIn

Today's The Future of Teamwork episode features a conversation with Andrew Sillitoe, performance coach and author of 'Managing the Mist.' Explore Andrew's journey from street hockey to professional leagues, and how he applies that history to his successes in business. With show host and HUDDL3 CEO Dane Groeneveld, Andrew delivers key insights on coaching clarity, designing effective training, fostering psychological safety, prioritizing mental health, and achieving distributed leadership for teams to thrive.Key Takeaways[00:00 - 05:30] Introducing Andrew Sillitoe, author of Managing the Mist, business psychologies, performance coach, and founder[00:48 - 03:41] Humble beginnings in street hockey to the professional leagues and applying that experience to business and advertising[06:28 - 07:34] How are we freeing teams to be healthier, better humans inside and outside work[07:32 - 09:34] Giving your team learning opportunities to wing it, looking back fondly on the autonomy offered working at Yellow Pages[09:36 - 12:31] What are you prepared to let go of short-term for long-term benefits[12:30 - 13:54] Coaching clarity and avoiding assumptions[14:00 - 15:57] Two benefits to coaching, a non-player perspective, considering the Eisenhower Matrix and prioritization[15:58 - 19:37] The differences between mentoring away from the game and coaching in the game[19:38 - 23:30] Six steps of how to design training[23:31 - 25:12] Finding balance with your team, looking for the best idea, not the boss's idea[25:20 - 31:10] Andrew's books about creating clarity and driving flow in teams, managing stress, and transformation (Managing the Mist, The Four Keys)[31:10 - 32:52] The vulnerability of sharing your story, a movement in wellbeing and navigating difficult times[32:53 - 36:24] A new generation of the workforce that prioritizes psychological safety, mental health, and constructive feedback[36:27 - 37:55] Mental health, physical health, and the routines that reinforce them (nutrition, rest, etc.)[37:58 - 40:31] Ikigai, the blue zones, and nutrition's role in flow[40:36 - 45:04] Distributed leadership and aligning vision so teams show up to tackle problems, tactical decision-making toward achieving objectives[45:06 - 46:36] A purpose statement doesn't have to be grandiose; make achievable objectives for your team[46:39 - 48:05] Clarity around purpose statements and distributed leadership

Join host Dane Groeneveld on The Future of Teamwork podcast for an insightful conversation with Abeed Janmohamed, a renowned business strategist. In this episode, they delve into the intricacies of mergers and acquisitions, the art of identifying your business's unique niche, and the innovative approach of sourcing talent from unconventional places. Dane and Abeed will share valuable insights and strategies to help your business thrive in today's competitive landscape, emphasizing the importance of a diverse and adaptable team in driving success.Key Takeaways: Dane Groeneveld, CEO of HUDDL3 Group, hosts The Future of Teamwork podcast and is joined by Abeed Janmohamed, founder and director of Volando, an M&A and growth advisory for technology businesses. They discuss values, culture, and people in growth environments. Abeed took a different route to get into M&A, starting in digital advertising sales and then moving to start-ups before transitioning to a central role in corporate development and partnerships. The speakers discuss the importance of team dynamics and cultural alignment when navigating complex deal structures. Understanding the people involved, whether on the buy or sell side, is key to achieving successful outcomes. Culture is critical to a company's success and cultural alignment is essential for growth, investment, and M&A processes. Ultimately, success comes down to people.When expanding into new markets and cultures, a strong company culture and value set is crucial. It's important for founders to recognize their strengths and weaknesses, as well as the strengths and weaknesses of their teams, and build teams accordingly.Understanding the type of business you are in is crucial for success. Businesses can be head-to-head, big fish in a small pond, or creating a new game. Each type has its own risks and benefits. Abeed discusses the importance of reassessing a company's culture and values to ensure they are still relevant and effective in current times. Abeed mentions the need to consider factors such as a shift in leadership, changes in the workforce, and evolving business environments. He believes that a strong culture and value set is crucial for business success and cites Ralf Specht's book, "Building Corporate Soul," as a resource on the topic.The conversation discusses the gig economy for professionals and fractional legal support, which is a business that provides commercial work for lawyers who want more freedom in their lives.There is a misconception that working with top law firms is necessary for growth and scale-up stages, but many professionals who had worked for these firms before and now have children or want more autonomy are still competent and could work on a project basis.The conversation also touches on the importance of corporate soul and attracting graduates or returning mothers to help build talent and capabilities.Abeed Janmohamed and Dane Groeneveld also discuss Volando, Abeed's tech business that helps other businesses take their tech to Europe.Where and how to find Abeed.